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Yahoo
3 days ago
- Business
- Yahoo
Is Scottish care sector at risk from immigration shake-up?
New immigration rules risk deepening Scotland's care sector crisis amid workforce shortages, writes Carolyn Bowie The UK Government's changes to immigration rules for care workers marks a significant shift for Scotland's health and social care sector. Whilst aimed at improving oversight and reducing exploitation, these new rules, along with further proposed restrictions, could intensify recruitment and compliance pressures on care providers already struggling with chronic workforce shortages. In February 2022, the Skilled Worker visa route was expanded to include care workers, triggering a rapid rise in overseas recruitment; numbers jumped from 37,000 in 2022 to 108,000 in 2023. Alongside this, 120,000 dependants also entered the UK, an imbalance that has prompted government action. Throughout 2024, the Home Office cracked down on care sector sponsors, revoking 1,494 licences, which was a significant shift from 337 in 2023. This left around 40,000 migrant workers in the UK without valid sponsorship, many of whom remain ready to rejoin the workforce if given the opportunity. (Image: Carolyn Bowie is a Principal Associate and Business Immigration specialist) Which 2024/2025 key reforms is the care sector already grappling with? Dependents Banned: From 11 March 2024, care workers are no longer allowed to bring dependents to the UK. The government argues this helps control net migration, eventhough it makes the UK a less attractive destination for skilled overseas carers. Mandatory CQC Registration: Care providers hiring via the Skilled Worker route must be registered with the Care Quality Commission (CQC). This aims to prevent unethical employers from exploiting workers, ensuring greater oversight. Rising Costs: From 9 April 2025, the Certificate of Sponsorship fee increased from £239 to £525. This cost cannot be passed on to the worker, adding financial pressure on employers. Application fees across immigration routes, including Skilled Worker visas and settlement, are also rising. Domestic Recruitment Priority: Care providers must now demonstrate attempts to hire from within the UK, especially among displaced international workers, before sponsoring new recruits from overseas. While intended to reduce dependency on foreign labour, it may hinder providers in areas with limited local applicants and put burden onto councils and carers. Minimum Salary Increased: The minimum salary for a Health and Care Visa has risen to £25,000, up from £23,200, to align with labour market conditions. White Paper proposals: What are we expecting? Ending Overseas Recruitment: Perhaps the most controversial proposal is the phased removal of the care worker route for new overseas applicants. If implemented, this would prevent care providers from sponsoring new migrant workers altogether, raising alarm in a sector already grappling with staff shortages. Limited Transition Period: Current overseas care workers will be allowed to remain, change sponsors, and apply for settlement under a three-year transition period; however, this timeframe, and the policy itself, will remain under review. Settlement Delayed: The time required to qualify for Indefinite Leave to Remain may double, from five to ten years, for many care workers, impacting long-term workforce planning and staff retention. What employers should do now ■ Review Sponsorship Systems: Ensure full compliance with record-keeping, reporting, and monitoring duties. ■ Train HR Teams: Equip recruitment staff with up-to-date knowledge of immigration rules and processes. ■ Plan for Domestic Recruitment: Begin developing local training and recruitment pathways to reduce reliance on overseas workers where possible. ■ Audit Pay Structures: Ensure staff salaries meet the updated minimum thresholds. ■ Engage Sponsored Staff: Hold discussions with current employees about their status and future options. The challenges ahead? These reforms underscore the government's commitment to reducing net migration and curbing visa misuse. However, the new restrictions carry significant risks for care providers; tighter eligibility criteria, higher costs and more administrative burdens, all at a time of high demand for care workers. Smaller providers may be disproportionately affected, lacking the resources to navigate complex compliance demands or absorb the additional costs; this could affect thousands in care. The UK's evolving immigration policy represents a turning point for health and social care. Whilst efforts to improve standards and support domestic recruitment are welcome, a blanket reduction in overseas recruitment risks destabilising a sector already under pressure; this could directly impact the quality (and quantity) of care received by reliant on care provision. A more balanced approach, supporting ethical international hiring alongside investment in local skills, will be essential to sustaining care services in Scotland and across the UK. Carolyn Bowie is a Principal Associate and Business Immigration specialist with leading national law firm, Weightmans
The Herald Scotland
3 days ago
- Business
- The Herald Scotland
Is Scottish care sector at risk from immigration shake-up?
Whilst aimed at improving oversight and reducing exploitation, these new rules, along with further proposed restrictions, could intensify recruitment and compliance pressures on care providers already struggling with chronic workforce shortages. In February 2022, the Skilled Worker visa route was expanded to include care workers, triggering a rapid rise in overseas recruitment; numbers jumped from 37,000 in 2022 to 108,000 in 2023. Alongside this, 120,000 dependants also entered the UK, an imbalance that has prompted government action. Throughout 2024, the Home Office cracked down on care sector sponsors, revoking 1,494 licences, which was a significant shift from 337 in 2023. This left around 40,000 migrant workers in the UK without valid sponsorship, many of whom remain ready to rejoin the workforce if given the opportunity. (Image: Carolyn Bowie is a Principal Associate and Business Immigration specialist) Which 2024/2025 key reforms is the care sector already grappling with? Dependents Banned: From 11 March 2024, care workers are no longer allowed to bring dependents to the UK. The government argues this helps control net migration, eventhough it makes the UK a less attractive destination for skilled overseas carers. Mandatory CQC Registration: Care providers hiring via the Skilled Worker route must be registered with the Care Quality Commission (CQC). This aims to prevent unethical employers from exploiting workers, ensuring greater oversight. Rising Costs: From 9 April 2025, the Certificate of Sponsorship fee increased from £239 to £525. This cost cannot be passed on to the worker, adding financial pressure on employers. Application fees across immigration routes, including Skilled Worker visas and settlement, are also rising. Domestic Recruitment Priority: Care providers must now demonstrate attempts to hire from within the UK, especially among displaced international workers, before sponsoring new recruits from overseas. While intended to reduce dependency on foreign labour, it may hinder providers in areas with limited local applicants and put burden onto councils and carers. Minimum Salary Increased: The minimum salary for a Health and Care Visa has risen to £25,000, up from £23,200, to align with labour market conditions. White Paper proposals: What are we expecting? Ending Overseas Recruitment: Perhaps the most controversial proposal is the phased removal of the care worker route for new overseas applicants. If implemented, this would prevent care providers from sponsoring new migrant workers altogether, raising alarm in a sector already grappling with staff shortages. Limited Transition Period: Current overseas care workers will be allowed to remain, change sponsors, and apply for settlement under a three-year transition period; however, this timeframe, and the policy itself, will remain under review. Settlement Delayed: The time required to qualify for Indefinite Leave to Remain may double, from five to ten years, for many care workers, impacting long-term workforce planning and staff retention. What employers should do now ■ Review Sponsorship Systems: Ensure full compliance with record-keeping, reporting, and monitoring duties. ■ Train HR Teams: Equip recruitment staff with up-to-date knowledge of immigration rules and processes. ■ Plan for Domestic Recruitment: Begin developing local training and recruitment pathways to reduce reliance on overseas workers where possible. ■ Audit Pay Structures: Ensure staff salaries meet the updated minimum thresholds. ■ Engage Sponsored Staff: Hold discussions with current employees about their status and future options. The challenges ahead? These reforms underscore the government's commitment to reducing net migration and curbing visa misuse. However, the new restrictions carry significant risks for care providers; tighter eligibility criteria, higher costs and more administrative burdens, all at a time of high demand for care workers. Smaller providers may be disproportionately affected, lacking the resources to navigate complex compliance demands or absorb the additional costs; this could affect thousands in care. The UK's evolving immigration policy represents a turning point for health and social care. Whilst efforts to improve standards and support domestic recruitment are welcome, a blanket reduction in overseas recruitment risks destabilising a sector already under pressure; this could directly impact the quality (and quantity) of care received by reliant on care provision. A more balanced approach, supporting ethical international hiring alongside investment in local skills, will be essential to sustaining care services in Scotland and across the UK. Carolyn Bowie is a Principal Associate and Business Immigration specialist with leading national law firm, Weightmans
India Today
6 days ago
- Business
- India Today
Japan's talent crunch could be your career break: Why students should apply in 2025
If you've ever dreamed of studying abroad in a country known for innovation, safety, and world-class education, Japan in 2025 might be your best bet. But what makes Japan stand out today more than ever? Japan will face a shortage of 6.44 million workers by 2030, according to a 2024 report by the Ministry of Economy, Trade and Industry (METI).This massive talent gap is opening doors for international students to build not just a degree, but a global career. 2025 is the perfect time to choose Japan for higher WORKFORCE CRISIS: A WINDOW OF OPPORTUNITYJapan is battling a demographic crisis, its population is rapidly aging, with over 28% aged 65 or older. This leads to a shrinking to METI: Japan will face a shortage of 6.44 million workers by 2030, especially in tech, healthcare, and manufacturing. To address this, Japan is not only relaxing visa rules but actively encouraging international students to study, stay, and work in the SECTORS IN URGENT NEED OF TALENT WHAT MAKES JAPAN AN ATTRACTIVE STUDY DESTINATION? Japan offers high-quality education at a fraction of the cost compared to the US or UK. advertisement And don't forget: Japan offers generous scholarships like MEXT and JASSO, which often cover tuition, living expenses, and WORK OPTIONS: STAY AND THRIVEJapan offers a Designated Activities Visa for job hunting after graduation (up to 1 year).The "Specified Skilled Worker (SSW)" visa allows graduates to work long-term in key are increasingly offering English-speaking roles, especially in 2023, over 75% of international students in Japan secured employment post-graduation (MEXT data).CAREER-LINKED EDUCATIONJapanese universities often have strong ties with industry. This means:Internships at companies like Sony, Rakuten, Toyota, or fairs and placement cells geared toward international tracks in AI, Robotics, Sustainability, and INNOVATIVE, AND CULTURALLY RICH EXPERIENCEJapan ranks among the top countries for:Safety: 12th in the Global Peace Index 3rd in the Global Innovation Index (WIPO, 2024).Cleanliness, punctuality, and public transport not just about studying. It's about experiencing a unique blend of tradition and futuristic living."After my Master's in Data Science from Kyoto University, I got hired by a Tokyo-based fintech firm with a 9M salary package. Japan has given me a career I couldn't have imagined elsewhere."- Ravi Mehta, IndiaDON'T MISS THE 2025 ADVANTAGEadvertisementStudying in Japan in 2025 is not just about academics , it's about positioning yourself at the heart of an economy that desperately needs your talent. With over 6.44 million jobs expected to be vacant by 2030, your degree in Japan could be your gateway to a successful global IN JAPAN FOR INTERNATIONAL STUDENTS 1. MEXT (Monbukagakusho) ScholarshipOffered by: Government of JapanType Undergraduate / Research / Master's / PhDCoverage Full tuition, monthly stipend (~117,000-145,000), airfareEligibility Excellent academic record, non-Japanese citizenDeadline April-May (via Japanese Embassy), or university-recommended route in FallDuration Entire course duration + Japanese language training if needed2. JASSO Scholarship (Gakushu-shoureihi)Offered by: Japan Student Services OrganizationType Short-term and degree studentsCoverage Monthly stipend (48,000 for exchange, 30,000-75,000 for full-time)Eligibility Enrolled in Japanese institutions; financial need + merit-basedDeadline After admission (university applies on your behalf)3. University-Specific ScholarshipsMost top universities offer their own funded scholarships. Examples:University of Tokyo FellowshipCovers full tuition + monthly allowance (~200,000)Kyoto University International ScholarshipPartial to full funding based on academic meritOsaka University Global 30 ScholarshipTuition waiver + monthly support for English-taught programsadvertisement4. Asian Development Bank-Japan Scholarship Program (ADB-JSP)For students from ADB member countriesPrograms Master's in selected development-related fieldsCoverage Full tuition, living expenses, airfare, research supportParticipating Universities Hitotsubashi, Keio, University of Tokyo, December-April (varies by university)5. Rotary Yoneyama Memorial Foundation ScholarshipsOffered by: Rotary JapanCoverage 100,000 - 140,000 per monthLevel Undergraduate / Master's / PhDDeadline August-October (for April intake)Tips for Scholarship ApplicationsApply early: Deadlines are often 6-12 months before the program basic Japanese: Even for English programs, it helps with forms and a strong SOP and academic profile: Especially for MEXT and InMust Watch
The National
26-05-2025
- Business
- The National
Labour urged to confirm if student tax applies to Scotland
Keir Starmer announced plans to impose a six per cent levy on funds generated for universities by international students amidst his crackdown on immigration, with reports estimating the tax hike could cost Scottish universities £85 million per year if implemented. Scottish universities have been 'left in limbo' regarding the levy, with education being a devolved power but immigration still controlled by Westminster, and further education officials have joined the growing backlash against Labour's proposed immigration reforms. READ MORE: SNP file formal complaint over 'race-baiting' Reform UK ad Claire McPherson, Director of Universities Scotland, said: 'We urge the UK Government to think carefully about the impact that a levy on international student fees will have on universities, and the attractiveness of the UK as a study destination. 'We'd hope to see the UK Government defer a decision on the applicability of any levy in Scotland to the Scottish Government, reflecting the fact that university funding is devolved.' The SNP continues calls for a Scottish Graduate Visa, which would allow international graduates from Scottish universities to work and contribute to the economy for two years whilst working towards a Skilled Worker Visa SNP MSP Bill Kidd said: 'Last week we had the unedifying spectacle of Keir Starmer dancing to Nigel Farage's tune on immigration as he announced plans which are completely out of sync with Scotland's needs and values. 'Labour's damaging migration plans are a direct threat to Scotland's NHS, our economy and our universities. 'The UK Labour Government has already slapped our universities with a £30 million bill with their reckless decision to hike employer National Insurance contributions. 'Our universities have now been left in limbo not knowing if they are faced with a further bill of £85 million directly due to Labour's political choices, whilst they also face the prospect of finding it harder to attract international students. 'Keir Starmer must urgently provide clarity on whether this proposed tax on international students will apply in Scotland, whether he will look again at introducing a Scottish Graduate Visa, and whether he will listen to experts from across various sectors and ditch his damaging anti-immigration agenda.'
Business News Wales
09-05-2025
- Business
- Business News Wales
Skills Gaps and Visa Changes - How Will Wales Respond?
In recent years, Wales has become a major player on the world stage. Known for its manufacturing, renewables, and tech output, this UK powerhouse is home to some key contributors to the global marketplace. However, with labour shortages already impacting crucial Welsh growth sectors — recent data shows that close to half of Welsh employers are reporting concerning skills gaps, especially in AI and green technologies. There is mounting concern that stricter immigration rules could further widen the gap, jeopardising the Welsh economy and its position as a trailblazer of industry. While labour costs, recruitment challenges and economic pressures have been highlighted as partially to blame for the growing skills gaps, it seems to me that crackdowns on immigration pathways for skilled migrants may also be hindering the closure of these gaps. What is the international landscape for graduates on skilled visas? International talent and graduates educated in Wales are critical to filling vital roles. However, the most popular visa pathway for international graduates, the Skilled Worker Visa, has become less accessible in April 2025 due to stricter employer sponsorship requirements, and increased fees. In 2024 there were also new restrictions on which visa-holders could bring dependants to the UK, and a reduction in the number of positions eligible for the Skilled Worker visa. The baseline minimum sponsorship salary for this visa has increased from £26,200 to £38,700, a threshold which sits far above Wales' average graduate salary of £22,420, making it incredibly difficult to secure employment. What is the impact on Welsh universities? While Chancellor Rachel Reeves has hinted at a future visa policy review to support industries like AI, tech, and science, it remains unclear whether specific countries like Wales, will receive tailored support. As The PIE notes, only around 8% of the near-20,000 international students recruited by IDP Education to the UK each year apply to Wales and only 1.3% enrol, meaning that as immigration rules tighten, this low number may shrink even further if not specifically addressed. Welsh universities are receiving £500,000 in funding to support the Global Wales programme – an initiative dedicated to promoting Wales as a global study destination and strengthening Welsh partnerships with international universities. Welsh institutions' international activity generates over £1.26bn for the economy annually. However, despite clear acknowledgement of the need for international connection and the urgent demand for tech professionals — with upwards of one million required by 2030 — Cardiff University has announced over 40 job cuts in its Computer Science and Mathematics departments, fields critical to the UK's economic growth plans. How are universities responding to immigration measures? In response to government efforts at reducing immigration, universities across the UK are seeking to offset the loss of incoming international talent by calling for ease of restrictions. We may well see a continuation of globally-focused efforts with universities establishing international hubs and committing to global relationships to sustain collaboration, and drive knowledge exchange in the face of reduced opportunities at home. Already, Cardiff University has over 90 Exchange Agreements with institutions in locations such as the USA, Canada, Central and South America, Asia, Australia and New Zealand. I have found it heartening to see the Welsh higher education community calling for a concerted effort to welcome international students, with Universities Wales publishing a report, Wales Beyond Borders, demanding a comprehensive strategy for international education and research for Wales. How will Wales and Welsh employers respond? In response to Brexit, the Welsh government led the way by establishing the Taith, a £65m mobility scheme working to enhance skills exchange in Wales. This positioned Wales as an openminded nation, generating significant global interest. Investment in key sectors like tech is also a priority for Welsh universities, with the Centre for Social Care and Artificial intelligence Learning (SCALE) in Cardiff receiving £1.8 million in catalytic funding from Health and Care Research Wales. Such investment will allow universities to prepare future graduates for new and evolving roles, contributing significantly to bridging skills gaps. Welsh universities will receive £18.5 million towards addressing the challenges facing the higher education sector, and a further £500,000 to support international recruitment and promotion. But it will take time to see the impact of these investments, and the clock is ticking. Will Welsh businesses follow universities by looking beyond borders, leveraging international talent, and building globally distributed teams to bridge the widening skills gap? I think it's definitely a possibility. Today, hiring overseas is something more and more employers are considering. With the rise of remote and hybrid working models, it's easier than ever to source, onboard and pay top tier talent abroad via solutions like Employer of Record. If the UK chooses to focus on immigration policies instead of critical skills gaps, I believe more employers may look abroad to establish operations, hire and pursue growth opportunities.
